On 7 May 2024, a coalition of over 30 German companies launched the "We Stand for Values" initiative.
This alliance, comprising DAX companies, family-owned businesses, SMEs, and start-ups, stands united in promoting the values of diversity, openness, and tolerance. It is supported by the Federation of German Industries (BDI) and the German Trade Union Confederation (DGB).
On 6 March 2024, South Korea’s Personal Information Protection Commission (PIPC) announced significant amendments to the Enforcement Decree of the Personal Information Protection Act (PIPA Enforcement Act).
The amendments, effective 15 March 2024, introduce new rights for data subjects, stricter requirements for Chief Privacy Officers (CPOs), and enhanced obligations for data processors regarding overseas transfers and liability insurance.
On 12 March 2024, the PIPC published guidelines for the PIPA Enforcement Decree amendments.
These changes aim to strengthen data protection and ensure that companies processing personal data adhere to higher standards of transparency and accountability.
On 30 April 2024, the Hong Kong government announced significant changes to the Statutory Minimum Wage (SMW) review mechanism, marking the first substantial update since its introduction 13 years ago.
This change follows a comprehensive study conducted in January 2023 to enhance protection for grassroots employees.
The government seeks to balance fair wages and economic stability, ensuring that the lowest-paid workers benefit from economic prosperity without compromising job security.
Directive (EU) 2024/1233, published on 30 April 2024, introduced a streamlined process for third-country nationals to obtain a single permit for both residence and work within an EU Member State, simplifying administrative procedures.
The Directive establishes standardised rights for third-country workers legally residing in an EU Member State, promoting fair treatment and integration.
Member States have until 21 May 2026 to transpose these provisions into national law, ensuring effective implementation and enforcement.
The Supreme Administrative Court of Austria (VwGH) has recently confirmed in case Ro 2021/04/0010-11 that the Public Employment Service's use of an algorithm for categorizing job seekers qualifies as 'automated decision-making' under Article 22 of the General Data Protection Regulation (GDPR).
This term refers to a process where a decision that significantly affects an individual is made solely by automated means, without human intervention. The court's ruling mandates strict adherence to data protection laws in such cases.
On 24 May 2024, the Council of the European Union (EU) finalised the adoption of the Directive on corporate sustainability due diligence, which the European Commission initially proposed on 23 February 2022.
The Directive mandates that companies identify and mitigate adverse human rights and environmental impacts within their operations and global value chains.
It applies to EU and non-EU companies, including parent companies with a turnover exceeding EUR 450 million.
On 11 April 2024, the Port Elizabeth Labour Court addressed critical employment discrimination issues based on criminal history, emphasising the boundaries of fair employment practices under the Employment Equity Act (EEA).
The ruling states that employers cannot deny employment based solely on criminal records unless the records are directly pertinent to the job.
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